Techniques for reducing resistance to change (6),”1. Education and communication: helping employees see the logic of the change effort.- Used when: resistance is due to misinformation.- Advantage: clear up misunderstandings.- Disadvantage: may not work when mutual trust and credibility is lacking.2. Participation: bringing those individuals directly affected by the proposed change into the decision-making process.- Used when: resisters have the expertise to make a contribution.- Advantage: increase involvement and acceptance.- Disadvantage: time-consuming; has potential for a poor solution.3. Facilitation and support: helping employees deal with the fear and anxiety associated with the change effort.- Used when: resisters are fearful and anxiety-ridden.- Advantage: can facilitate needed adjustments.- Disadvantage: expensive; no guarantee of success.4. Negotiation: exchanging something of value for an agreement to lessen the resistance to the change effort.- Used when: resistance comes from a powerful group.- Advantage: can “”buy”” commitment.- Disadvantage: potentially high cost; opens doors for others to apply pressure too.5. Manipulation and co-optation: covert attempts to influence others about the change.- Used when: a powerful group’s endorsement is needed.- Advantage: inexpensive, easy way to get support.- Disadvantage: can backfire, causing change agent to lose credibility.6. Coercion: direct threats or force against those resisting change.- Used when: a powerful group’s endorsement is needed.- Advantage: inexpensive
easy way to gain support.- Disadvantage: may be illegal; may undermine change agent’s credibility.”